Team performance appraisal system
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I. Contents of getting team performance appraisal system
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Employers use a number of methods to evaluate employee performance -- some effective and
others not so effective. The pluses and minuses of team appraisals depend on team members --
their contributions, the kind of project they worked on and even the type of appraisal their
supervisor uses to evaluate a co-worker's performance.
Method
It's difficult to use the typical performance appraisal to evaluate a team. A typical performance
appraisal is useful for rating an individual employee, while evaluating a team requires an
appraisal that measures numerous other factors such as group dynamics, leadership, interpersonal
relationships, logistics and coordination. The disadvantage is that team appraisals have to be
done on a regular basis to justify implementing an evaluation method that meets the needs of the
supervisor who's rating the team's performance.
Implementation
In addition to designing an appraisal that's suitable for rating a group of co-workers, the
implementation of this type of appraisal is more than a notion. Implementation of a team
appraisal system requires training for both supervisors and employees. Training prepares
supervisors to measure the areas on which the team is evaluated -- how the group responds to the
employee who assumes a leadership role, the effectiveness of group communication,
communication among individual team members and dynamics that appear only in group
situations.

Time
Although the design and implementation phases of putting a team appraisal to work take time,
conducting the actual team appraisal shaves time off the entire process. Supervisors can conduct
a team appraisal effectively and efficiently, provided they have all the materials they need to
review the team's performance. For example, supervisors need documentation about the origin of
the project, employee roles, cost estimates, deliverables and outcomes and the amount of effort
made by every employee on the team.
Employee Response
No appraisal -- whether for a team or an individual -- would be complete without some form of
employee response. Employees who enjoy work groups may appreciate that, although they're
being rated as a team, they may still be able to outshine their co-workers just by virtue of their
contributions to the team project. Healthy competition is an advantage of team appraisal because
employees who thrive in a team environment become fully engaged in the team effort and
motivate their co-workers. Health-care management consultant Tim Porter-O'Grady expresses
the value of team-based evaluations within the context of connectedness and its impact on
sustainability. On his website, he states: "Although the organization can certainly look at the
individual's relationship to performance outcomes, sustainable outcomes are the result of the
integration of the activities of a number of individuals."
Compensation
Allocating bonuses, salary raises and wage increases among individuals can be arduous.
Employees who aren't happy with the result will file complaints with their supervisors, managers
or the human resources department. However, the benefit of a team appraisal is that the company
can establish set raises based on group performance and alleviate the headache of determining
the percentage that individuals receive as a result of their performance. In other words,
compensation standards for team appraisals can be banded. For example, teams that receive
group scores receive predetermined salary increases, which prevents supervisors from worrying
about possible subjectivity entering into the decision to grant raises to employees on an
individual basis.
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III. Performance appraisal methods

1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases

3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method

In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
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